Employment rules for minors are federal and state regulations that restrict the hours, times, and types of work employees under the age of 18 can perform. These laws are designed to prioritize education and safety while allowing teens to gain work experience.
Hiring minors is an effective strategy to fill part-time or seasonal roles, particularly in retail, food service, and hospitality. However, these hires come with strict legal obligations.
Teen workers often bring energy and flexibility to a team, helping fill critical staffing gaps. Yet, employing them involves more than just adding names to the roster. A single scheduling error — such as keeping a 15-year-old past curfew or assigning a 16-year-old to restricted machinery — can result in significant fines and audits.
This guide details federal and state child labor laws, identifies common compliance pitfalls, and explains how automated scheduling helps organizations stay compliant.
What are employment rules for minors?
Child labor laws protect minors from work that endangers their health or interferes with their education. These rules define permissible jobs, maximum work hours, and specific time windows for work.
At the federal level, the Fair Labor Standards Act (FLSA), establishes the baseline for:
- Minimum age requirements
- Hourly restrictions based on age and school calendar
- Hazardous job classifications
- Youth wage provisions
States frequently enforce additional regulations. When state and federal laws differ, you must follow the rule that provides the most protection to the minor.
Who must follow child labor laws?
In general, employment rules for minors apply to any organization or company employing workers under 18 in non-agricultural roles. While the FLSA sets the minimum standard, employers must also adhere to stricter state laws where applicable.
What jobs can minors do, and when?
The FLSA categorizes restrictions based on the age of the minor. Below is a breakdown of the rules for each age group.
Labor laws for children under 14
Children under 14 can’t be hired for most jobs. The only legal exceptions are casual roles like babysitting, delivering newspapers, or performing in entertainment.
Labor laws for children ages 14–15
Teens aged 14 and 15 may work in non-hazardous roles outside of school hours.
- School days – Maximum of 3 hours per day. 18 hours per week.
- Non-school days – Maximum of 8 hours per day. 40 hours per week (when school is out).
- Time restrictions – Work is strictly prohibited during school hours.
Labor laws for children ages 16–17
Once a minor turns 16, federal hour restrictions are lifted. However, hazardous occupations remain off-limits. This includes operating heavy machinery, driving motor vehicles, or working at significant heights. For instance, a 16-year-old in a grocery store may work until closing but cannot operate a cardboard baler or forklift.
How does the youth minimum wage work?
There’s a lesser-known rule about youth wages that trips up a lot of employers: you can legally pay workers under 20 a reduced wage of $4.25/hour — but only if you follow two very specific conditions:
- Only for the first 90 calendar days of employment
- Only if it doesn’t displace another worker
So, where do organizations slip up with child labor laws?
What are common child labor violations?
Most violations of employment rules for minors are unintentional but carry serious risks. Common errors include:
- Scheduling minors for more hours than legally allowed
- Allowing them to work too late on school nights
- Assigning them to use prohibited equipment (e.g., fryers, box crushers, power tools)
- Missing required work permits or parental consent forms
- Not adjusting scheduling rules after a birthday (e.g., turning 16)
These violations are particularly common in restaurants, grocery stores, amusement parks, and retail employee scheduling. Businesses in these sectors often hire teens seasonally or in large numbers, making time tracking and scheduling a risky move when so much of your labor is in flux.
What are the penalties for violating child labor laws?
The penalties for violating employment rules for minors can be steep. Under the FLSA, employers may be fined up to $16,035 per minor for each violation. If the violation leads to serious injury or death, the fine can increase to $72,876 (and double under a repeated/willful violation).
State agencies may impose additional penalties. Beyond financial costs, noncompliance can harm your reputation and trigger broader HR audits.
Other frequently asked questions about child labor laws
Q: Do minors need a work permit to get a job?
A: It depends on the state. Many states require minors to obtain a work permit or employment certificate from their school or state labor department before starting a job.
Q: Can a 16-year-old work alone in a business?
A: Federal law does not strictly prohibit 16-year-olds from working alone, but many states have regulations regarding supervision and safety. Employers should check local labor laws and assess safety risks before scheduling minors to work alone.
Q: What is the youngest age a child can legally work?
A: Under federal law, 14 is the minimum age for most non-agricultural work. However, there are exceptions for specific jobs like newspaper delivery or acting, which can be done at a younger age.
Employment rules for minors by state
State laws vary significantly. The chart below outlines maximum work hours and night work restrictions by state. You should check this regularly, especially before summer or back-to-school seasons.
You can also refer to the DOL’s official site for direct breakdowns of each state’s child labor laws.
State-by-state child labor law standards
| State | < Age 16 School Hours | < Age 16 Non-School Hours | Age 16-17 School Hours | Age 16-17 Non-School Hours | Nightwork < Age 16 | Nightwork Age 16-17 |
| Federal (FLSA) | 3/day; 18/week | 8/day; 40/week | No federal hour limits | 7 p.m. (9 p.m. summer) to 7 a.m. | No federal limit | |
| Alabama | 3/day; 18/week | 8/day; 40/week | Not specified; exemptions possible for best interest of minor | 7 p.m. (9 p.m. summer) to 7 a.m. | 10 p.m. to 5 a.m. before school day | |
| Alaska | 9/day | 6-day; week | 6-day; week | 9 p.m. to 5 a.m. | Not specified | |
| Arizona | 3/day; 18/week | 8/day; 40/week | Not specified | 9:30 p.m. (11 p.m. before non-school day) to 6 a.m. | Not specified | |
| Arkansas | 8/day; 48/week; no more than 10 hrs/day | Max 10 consecutive hrs/day; 10 hrs in 24-hr period (16 y/o only) | 7 p.m. (9 p.m. before non-school day) to 6 a.m. | 11 p.m. to 6 a.m. before school day (16 y/o only) | ||
| California | 3/day; 18/week | 8/day; 40/week | Max 4 days | 8/day; 48/week; 8 hrs on days | 7 p.m. (9 p.m. summer) to 7 a.m. | 10 p.m. (12:30 a.m. before non-school day) to 5 a.m. |
| Colorado | 8/day; 40/week; 6 days/week | 8/day; 40/week | 9:30 p.m. to 5 a.m. before school day | 9:30 p.m. to 5 a.m. | ||
| Connecticut | 8/day; 40/week during vacation; 6/day; otherwise | 48/week in various sectors depending on status | 8/day | 7 p.m. (9 p.m. summer) to 7 a.m. | Various limits by sector; typically, 10-11 p.m. to 6-7 a.m. | |
| Delaware | 4/day; 18/week | 8/day; 40/week | 12/day | 7 p.m. (9 p.m. summer) to 7 a.m. | 8 hrs non-work/school time required per 24 hrs | |
| Florida | 3/day; 15/week | 8/day | 30/week during | 8/day; 40/week | 7 p.m. (9 p.m. summer) to 7 a.m. | 11 p.m. to 6:30 a.m. before school day |
| Georgia | 4/day | 8/day; 40/week | Not specified | 9 p.m. to 6 a.m. | 9 p.m. to 6 a.m. | |
| Hawaii | 3/day; 18/week | 8/day; 40/week | Not specified | 7 p.m. (9 p.m. during breaks) to 7 a.m. | 9 p.m. to 6 a.m. during breaks | |
| Idaho | 9/day; 54/week | Not specified | 9 p.m. to 6 a.m. | Not specified | ||
| Illinois | 3/day | 8/day; 24/week | Not specified | 7 p.m. (9 p.m. summer) to 7 a.m. | 9 p.m. to 7 a.m. | |
| Indiana | 3/day; 18/week | 8/day; 40/week | 40/week | 9/day; 48/week | 7 a.m.-7 p.m. (9 p.m. summer) | 10 p.m./11 p.m. to 6 a.m. (depends on parental permission) |
| Iowa | 6/day; 28/week | 8/day; 40/week | 8/day; 40/week | 7 p.m. (9 p.m. summer) to 7 a.m. | 9 p.m. to 7 a.m. | |
| Kansas | 8/day; 40/week | 8/day; 40/week | 10 p.m. before school day to 7 a.m. | 10 p.m. to 6 a.m. | ||
| Kentucky | 3/day; 18/week | 8/day; 40/week | 6/day; (8 on weekends) | 30/week unless 2.0 GPA and permission | 7 p.m. (9 p.m. summer) to 7 a.m. | 11 p.m. to 6 a.m. (1 a.m. Fri/Sat) |
| Louisiana | 3/day; 18/week | 8/day; 40/week | Not specified | 7 p.m. (9 p.m. summer) to 7 a.m. | 11 p.m. to 5 a.m. (16 y/o); midnight-5 a.m. (17 y/o) | |
| Maine | 3/day; 18/week | 8/day; 40/week | 50/week (when school is not in session) | 10/day | 7 p.m. (9 p.m. summer) to 7 a.m. | 12 a.m. to 5-7 a.m. depending on school status |
| Maryland | 4/day; 23/week | 8/day | 12/day | 8 p.m. (9 p.m. summer) to 7 a.m. | 8 consecutive hrs non-work/school | |
| Massachusetts | 3/day; 18/week | 8/day; 48/week | 9/day; 48/week | 6:30 a.m.-7 p.m. (9 p.m. summer) | 10 p.m. (school day) to 6 a.m. | |
| Michigan | 48/week school/work combined | 10/day; 6 days/week | 24/week | 10/day; 48/week | 9 p.m. to 7 a.m. | 10:30 p.m.-6:30 a.m. |
| Minnesota | 8/day; 40/week | Not specified | 9 p.m. to 7 a.m. | 11 p.m.-5 a.m. (11:30 p.m. with permission) | ||
| Mississippi | 8/day; 44/week in factory; mill; cannery or workshop | Not specified | 7 p.m. to 6 a.m. (factory, mill, etc.) | Not specified | ||
| Missouri | 3/day | 8/day; 40/week; 6 days/week | Not specified | 7 p.m. (9 p.m. summer) to 7 a.m. | 10:30 p.m. regional fair exception | |
| Montana | 3/day | 8/day; 40/week | Not specified | 7 p.m. (9 p.m. summer) to 7 a.m. | Not specified | |
| Nebraska | 8/day; 48/week | Not specified | 8 p.m. to 6 a.m. | 10 p.m. (school night) to 6 a.m. | ||
| Nevada | 8/day; 48/week | Not specified | Not specified | Not specified | ||
| New Hampshire | 3/day; 23/week | 8/day | 30/week | 9 p.m. to 7 a.m. | Not specified | |
| New Jersey | 3/day; 18/week | 8/day; 40/week | 10/day; 50/week (summer) | 7 p.m. (9 p.m. summer) to 7 a.m. | 11 p.m.-6 a.m. (school term) | |
| New Mexico | 3/day; 18/week | 8/day; 40/week | Not specified | 7 p.m. (9 p.m. non-school year) to 7 a.m. | Not specified | |
| New York | 3/day; 18/week | 8/day; 40/week | 8/day; 48/week | 7 p.m. (9 p.m. summer) to 7 a.m. | 10 p.m.-6 a.m. (midnight with permission) | |
| North Carolina | 3/day; 18/week | 8/day; 40/week | Not specified | 7 p.m. (9 p.m. summer) to 7 a.m. | 11 p.m.-5 a.m. (w/ permission) | |
| North Dakota | 3/day; 18/week | 8/day; 40/week | Not specified | 7 p.m. (9 p.m. summer) to 7 a.m. | Not specified | |
| Ohio | 3/day; 18/week | 8/day; 40/week | Not specified | 7 p.m. (9 p.m. summer) to 7 a.m. | 11 p.m.-7 a.m. (or 6 a.m. w/ early end) | |
| Oklahoma | 3/day; 18/week | 8/day; 40/week | Not specified | 7 p.m. (9 p.m. summer) to 7 a.m. | 10 p.m.-6 a.m. | |
| Oregon | 3/day; 18/week | 8/day; 40/week | 44/week | 7 p.m. (9 p.m. summer) to 7 a.m. | Not specified | |
| Pennsylvania | 3/day; 18/week | 8/day; 40/week | 28/week | 8/day | 7 p.m. (9 p.m. summer) to 7 a.m. | 12 a.m.-6 a.m. (1 a.m. pre non-school) |
| Rhode Island | 3/day; 18/week | 8/day; 40/week | 9/day; 48/week | 7 p.m. (9 p.m. vacation) to 6 a.m. | 1:30 a.m.-6 a.m. | |
| South Carolina | 3/day; 18/week | 8/day; 40/week | Not specified | 7 p.m. (9 p.m. summer) to 7 a.m. | Not specified | |
| South Dakota | 4/day; 20/week | 8/day | Not specified | After 10 p.m. before school day | After 10 p.m. before school day | |
| Tennessee | 3/day; 18/week | 8/day; 40/week | 8/day | 40/week | 7 p.m. to 7 a.m. (9 p.m. before non-school days) | 10 p.m.-6 a.m. (midnight w/ permission) |
| Texas | 8/day; 48/week | Not specified | 10 p.m. to 5 a.m. | Midnight to 5 a.m. | ||
| Utah | 3/day; 18/week | 8/day; 40/week | Not specified | 7 p.m. (9 p.m. summer) to 7 a.m. | 9 p.m.-7 a.m. | |
| Vermont | 3/day; 18/week | 8/day; 40/week | Not specified | 7 p.m. (9 p.m. summer) to 7 a.m. | 9 p.m.-7 a.m. | |
| Virginia | 3/day; 18/week | 8/day; 40/week | Not specified | 7 p.m. (9 p.m. summer) to 7 a.m. | 9 p.m.-7 a.m. | |
| Washington | 3/day; 16/week | 8/day; 40/week | 8/day; 48/week | 7 p.m. (9 p.m. summer) to 7 a.m. | Midnight-5 a.m. | |
| West Virginia | 3/day; 18/week | 8/day; 40/week | Not specified | 7 p.m. (9 p.m. summer) to 7 a.m. | 11 p.m. (non-school) | |
| Wisconsin | 3/day; 18/week | 8/day; 40/week | Not specified | 10 p.m. to 5 a.m. | 12 a.m.-5 a.m. | |
| Wyoming | Not specified | Not specified | 7 p.m. (9 p.m. summer) to 7 a.m. | Not specified | ||
| District of Columbia | 8/day; 48/week | 8/day; 48/week | 7 p.m. (9 p.m. summer) to 7 a.m. | 10 p.m.-6 a.m. | ||
| Guam | 3/day; 18/week | 8/day; 40/week | 8/day; 40/week | 6 p.m. to 8 a.m. | Midnight-6 a.m. |
Do child labor laws apply to family businesses?
If you run a family-owned organization, you might think employment rules for children are more relaxed. In some cases, they are.
The short version: If a parent or guardian owns the entity entirely, and the work is non-hazardous, minors can legally work at any age and aren’t bound by standard FLSA restrictions on hours. For example, a 13-year-old can assist in a family bakery if the tasks are safe.
However, federal and state labor laws still apply if:
- The organization has any co-owners
- The work involves hazardous tasks (e.g., driving, working with power tools)
- The work falls outside the scope of a fully family-owned operation
Simply put, family businesses get some flexibility. But they’re not a free pass.
How to maintain compliance with child labor laws
Compliance starts with education, but enforcement comes down to process. Employers need a reliable way to:
- Track employee age and school status
- Adjust allowable work hours based on age and school calendar
- Understand your state’s additional restrictions
- Flag potential violations automatically before they happen
- Proactively build schedules that respect legal limits
Relying on memory or using time tracking spreadsheets creates risk when federal fines and reputational damage are at stake. Even organized managers can struggle to track when a worker turns 16 or how overlapping school district calendars affect scheduling availability.
Tracking scheduling for dozens of teens across different roles, schools, and age groups adds up fast. Automated scheduling can take the weight off your shoulders.
Simplify scheduling for youth labor
When you use a solution like Humanity Schedule (shameless plug for TCP here), compliance with employment rules for minors and child labor laws is baked into an automated scheduling process. Here’s how:
Scheduling rules that sync with school calendars
When minors on your team attend different schools — often in different districts — keeping track of who does and doesn’t have a school day becomes a headache. So, Humanity Schedule does it for you.
With preloaded academic calendars built into the platform, the system automatically applies the right work-hour restrictions based on whether school is in session. On any given day, you’ll know whether a 15-year-old is limited to 3 hours (a school day) or eligible for 8 (a non-school day), without having to check a single calendar.
Customize guardrails and alerts
The federal standard of employment rules for minors is your baseline, but many businesses choose to set internal limits that go beyond it. Humanity Schedule lets you do both. You can define your own custom scheduling rules, whether you want to:
- Limit weekday shifts
- Cap total weekly hours
- Block late nights entirely
- Maximize weekend hours
If a manager tries to schedule outside those boundaries, the system flags it and can even prevent the shift from being published at all. It’s a built-in safety net to improve your compliance efforts.
Next steps with scheduling software for minors
Bringing minors onto your team can be a win for everyone when it’s done right, but you need to know the legal lines you’re toeing. Between layered federal and state employment rules for minors that vary by age, shifting school calendars, and job-specific restrictions, the margin for error is too wide not to have a system.
If you think you’re at risk of breaking child labor laws or teenage employment guidelines because of your scheduling limitations, let’s chat.
Humanity Schedule simplifies youth labor law compliance by automatically applying the right labor rules to every shift — your managers get better clarity, your employees get consistency, and you get peace of mind.
TCP Software’s employee scheduling and time and attendance solutions have the flexibility and scalability to suit your business and your employees, now and as you grow.
From TimeClock Plus, which automates even the most complex payroll calculations and leave management requests, to Humanity Schedule for dynamic employee scheduling that saves you time and money, we have everything you need to meet your organization’s needs, no matter how unique. Plus, with Aladtec, we offer 24/7 public safety scheduling solutions for your hometown heroes.
Ready to learn how TCP Software takes the pain out of employee scheduling and time tracking? Speak with an expert today.
